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XYZ Your Voice 2012 Report for XYZ International
Agenda Consulting

2 XYZ Your Voice 2012 Report for XYZ International
Agenda Consulting
Introduction
This Report
This report presents the results from the Your Voice 2012 survey for XYZ International. Comparative data is provided to help put the results into perspective.
Response rate
713 people responded to the survey out of a possible total of 742, a response rate of 96%.
Results
The report uses 3 key measures:
Positive percentage (%) figures: are calculated as % Strongly Agree + % Agree for positively phrased questions and % Strongly Disagree + % Disagree for negatively
phrased questions
Neutral percentage (%) figures: are calculated as % Neither Agree nor Disagree
Negative percentage (%) figures: are calculated as % Strongly Disagree + % Disagree for positively phrased questions and % Strongly Agree + % Agree for negatively
phrased questions
Results are presented as whole numbers for ease of reading. Therefore in some instances, results may not total 100%.
Anonymity
It is Agenda Consulting's practice not to allow the reporting on groups of less than 7 people to preserve anonymity. However, their data will still contribute to the scores for the
organisation overall.
Traffic Light Scoring
Scores for the 2012 survey results are given a traffic light rating, based on the following

70% or more of respondents Positive and less than 30% of respondents Negative

Between 50 - 70% of respondents Positive and less than 30% of respondents Negative

Less than 50% of respondents Positive and less than 30% of respondents Negative

30% or more of respondents Negative

XYZ Your Voice 2012 Report for XYZ International 3
Agenda Consulting
Key Drivers
A question is identified as a key driver of employee engagement if the level of correlation with the employee engagement index is 0.5 or more.
Benchmarking
Where benchmark comparisons are provided, the benchmark figures are based on data collected from the 9 organisations listed below. These organisations were chosen because
they are international development organisations, they have an international employee base and their data was collected within the last 2 years.
EveryChild
ICCO
IFRC
Islamic Relief
Malaria Consortium
Merlin
Mission East
Practical Action
UNFPA
Contents
1 Employee Engagement
2 Highlights and Lowlights
3 Most improved and least improved from 2010 results
4 Most Ahead and Most Behind the Benchmark Median
5 All questions

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Employee Engagement
Employee engagement is a measure of an employee's commitment to the organisation together with their willingness to put in extra effort. Research shows that employee
engagement correlates strongly with performance.
The key ideas are:
Organisations want employees who will put in extra effort.
Employees want interesting and meaningful work.
Engagement is discretionary - it is something that the employee can decide whether or not to offer the organisation.
Engagement is not something that the employer can require as part of the employment contract.
Levels of engagement are affected by whether the organisation delivers on its commitments and is seen as fair and trustworthy.
The 4 questions below were chosen to create an engagement index. The engagement index is indicated in the first row.
Key

Positive Neutral Negative

Employee Engagement
2012
Positive
%
Traffic
Light
Employee Engagement 79 13 7

79

39. I am proud to work for this organisation 89 9

89

40. I would wholeheartedly recommend this organisation as a good place to work 81 13

81

41. It would be a difficult decision for me to leave this organisation 61 23 16

61

42. Working here makes me want to do the best work I can 86 9

86

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Highlights and Lowlights
This section shows the five highest scoring questions (Highlights) and the five lowest scoring questions (Lowlights).
Key


Highlights
2012
Positive
%
Traffic
Light
5. I have a good understanding of XYZ's vision and overall aims 97

97

48. I see a clear link between my work and the organisational strategic aims 91 7

91

44. I am clear about what I am expected to achieve in my job 90

90


89

25. People here are treated fairly irrespective of religion 89 8

89

Lowlights
2012
Positive
%
Traffic
Light
88. My pay is competitive compared with other similar organisations 44 28 28

44

16. My workload is excessive and prevents me from doing a good job 44 24 31

44

86. I am paid fairly in comparison with others in the organisation doing similar work 49 26 25

49

87. I feel that I am paid fairly for the contribution I make in my particular job 50 23 27

50

83. My line manager and I discuss my career aspirations 53 22 24

53

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Most Improved and Least Improved from 2010 Results
Key


Difference
of +5 or
more
Difference
of -5 or
more

%
difference
to
Most Improved against 2010
2012
Positive
%
2010
18. Whenever I travel I have access to information on the security situation, personal health requirements,
insurance and emergency procedures
69 19 12

69 +13
38. I feel informed about our progress in achieving the 2009-2015 Global Strategy 74 18 8

74 +11
98. The CE and Directors lead by example 70 26

70 +10
91. The UK based Directors provide effective leadership for XYZ 72 23

72 +10
89. XYZ provides a good benefits package 54 25 20

54 +9

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Key


Difference
of +5 or
more
Difference
of -5 or
more

%
difference
to
Least Improved against 2010
2012
Positive
%
2010
79. My performance has improved as a result of the learning and development activities that I have
undertaken
68 26

68 -3
77. I have been able to take advantage of the learning and development opportunities available to me 71 19 10

71 -2
74. I left my last performance review (appraisal) feeling that my work is valued 71 18 11

71 -2

89 -2
7. I always get the right help and support that I need from other departments in XYZ to do my job well 64 19 17

64 -1

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Most Ahead and Most Behind the Benchmark Median
Key


Difference
of +5 or
more
Difference
of -5 or
more

%
difference
to
Most ahead of benchmark median
2012
Positive
%
Benchmark
46. My personal values are not compromised by the work that I do 87 9

87 +14

70 +14
12. This organisation tries hard to create a sense of belonging amongst employees 74 16 11

74 +9

44 +8
97. I believe that the CE and Directors will act on the findings of this survey 74 18 8

74 +7

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Key


Difference
of +5 or
more
Difference
of -5 or
more

%
difference
to
Most behind benchmark median
2012
Positive
%
Benchmark
17. I am bullied at work 74 14 12

74 -15
49. I am given enough decision making authority to do my job effectively 65 17 17

65 -11

44 -9
10. People I work with trust and respect each other 71 17 12

71 -8
72. My manager takes prompt action if team members' performance falls below acceptable standards 57 33 10

57 -7

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All Questions
This section shows the breakdown of responses to each question.
Key
Key Key driver of employee engagement Positive Neutral Negative

Difference of +5 or more
Difference of -5 or more

% difference to
XYZ as a whole
2012
Positive
%
Traffic
Light
2010 Benchmark

1. I feel part of a global organisation 86 10

86

0 -
Key 2. I feel safe to speak up and challenge the way things are done in this organisation 62 19 19

62

+4 -

3. I see this organisation's values of being Inclusive, Inspiring, Collaborative,
Courageous, Accountable and Always Learning being acted out in practice
67 19 13

67

+2 +3
Key 4. I am excited about the direction that XYZ is taking 80 15

80

+1 -

5. I have a good understanding of XYZ's vision and overall aims 97

97

+4 -

6. I believe that XYZ is delivering on its vision and overall aims 87 10

87

+5 -

7. I always get the right help and support that I need from other departments in XYZ to do
my job well
64 19 17

64

-1 -

8. It's ok to ask others within this organisation for help 87 9

87

+1 -
Key 9. I am encouraged to contribute new ideas that will make XYZ more effective 75 17 9

75

+1 -
Key 10. People I work with trust and respect each other 71 17 12

71

+4 -8
Key 11. I work with skilled, competent people who are good at their jobs 80 13

80

+4 -

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Key


% difference to
Well being and working environment
2012
Positive
%
Traffic
Light
2010 Benchmark
Key 12. This organisation tries hard to create a sense of belonging amongst employees 74 16 11

74

0 +9

13. I am able to strike a good balance between my work and home life 63 16 21

63

+7 -4

14. I have a comfortable and well-equipped office where I can work effectively 78 12 11

78

+7 -
Key 15. I feel secure in my job 71 17 12

71

+5 -


44

+5 -9

17. I am bullied at work 74 14 12

74

0 -15

18. Whenever I travel I have access to information on the security situation, personal
health requirements, insurance and emergency procedures
69 19 12

69

+13 +7

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Key


% difference to
Equity and Inclusion
2012
Positive
%
Traffic
Light
2010 Benchmark

19. People here are treated fairly irrespective of nationality 87

87

+3 -

20. People here are treated fairly irrespective of language 84 8 8

84

+3 -

21. People here are treated fairly irrespective of class 81 13

81

0 -

22. People here are treated fairly irrespective of gender 87 8

87

+5 -

23. People here are treated fairly irrespective of ethnic origin 87 7

87

+5 -

24. People here are treated fairly irrespective of disability 79 17

79

+4 -

25. People here are treated fairly irrespective of religion 89 8

89

+6 -

26. People here are treated fairly irrespective of caste 81 17

81

+2 -

27. People here are treated fairly irrespective of sexual orientation 78 17

78

+3 -

28. People here are treated fairly irrespective of age 85 9

85

+6 -
Key 29. I am treated with fairness and respect in this organisation 81 11 8

81

+3 -

30. My line manager treats people fairly irrespective of nationality, language, class,
gender, ethnic origin, disability, age, sexual orientation, religion or caste
85 8 7

85

+4 -

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Key


% difference to
Equity and Inclusion
2012
Positive
%
Traffic
Light
2010 Benchmark

31. Opportunities for learning and development are offered irrespective of nationality,
language, class, gender, ethnic origin, disability, age, sexual orientation, religion or caste
75 15 10

75

0 -

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Key


% difference to
Internal communication
2012
Positive
%
Traffic
Light
2010 Benchmark
Key
32. In general I would say that people can communicate openly with each other here
regardless of position or level
71 15 15

71

+5 -

33. I am kept informed of what is happening elsewhere in the organisation 68 17 15

68

+5 +5

34. It is easy for me to communicate news and information to other colleagues
throughout the organisation
81 13

81

+3 -

35. I can quickly and easily access the communication tools used to share news and
information about XYZ's work throughout the world
77 13 10

77

+2 -

36. I have access to the information I need to do my role 80 13 8

80

+1 -

37. I am clear about the plans we have to deliver the 2009-2015 Global Strategy 78 14 7

78

+6 -

38. I feel informed about our progress in achieving the 2009-2015 Global Strategy 74 18 8

74

+11 -

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Key



% difference to
Engagement
2012
Positive
%
Traffic
Light
2010 Benchmark

89

-2 +1
40. I would wholeheartedly recommend this organisation as a good place to work 81 13

81

+1 +5
41. It would be a difficult decision for me to leave this organisation 61 23 16

61

0 -5
42. Working here makes me want to do the best work I can 86 9

86

+4 -
43. I would still like to be working at XYZ in three years' time 60 27 12

60

0 -

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Key


% difference to
My role
2012
Positive
%
Traffic
Light
2010 Benchmark

44. I am clear about what I am expected to achieve in my job 90

90

+2 -1

45. My line manager trusts me to use my judgement and experience 82 9 9

82

+2 0

46. My personal values are not compromised by the work that I do 87 9

87

+2 +14
Key 47. I am encouraged to think about and implement improvements to my work 85 10

85

+3 -

48. I see a clear link between my work and the organisational strategic aims 91 7

91

+6 -1
Key 49. I am given enough decision making authority to do my job effectively 65 17 17

65

+6 -11

50. I believe that my work is important and valued by other people 82 12

82

+3 -
Key 51. My job allows me to make best use of my skills and experience 77 13 10

77

+2 0
Key 52. I am provided with the support and tools necessary to do my job effectively 74 15 11

74

+5 +1

Agenda Consulting
Key


% difference to
My manager
2012
Positive
%
Traffic
Light
2010 Benchmark

53. I trust and respect my line manager 88 8

88

+3 -1

54. My line manager trusts and respects me 82 13

82

+4 -

55. My line manager helps me to find solutions to problems at work 80 12 8

80

+4 -
Key 56. My line manager motivates and inspires me to be more effective in my job 71 18 11

71

+2 -6

57. My line manager is open to new ideas and suggestions 78 14 8

78

+5 -4

58. My line manager seeks my input and involves me where appropriate 81 13

81

+4 +2
Key 59. My line manager helps me learn and develop 70 19 11

70

+1 -

60. My line manager supports me in the achievement of my annual personal
development plan
67 22 11

67

+7 -

61. My line manager is transparent in his/her decision making. 67 22 11

67

0 -

62. My line manager makes sure I am up to date with what is happening elsewhere in the
organisation
63 24 13

63

+2 -

63. XYZ policies are applied fairly and consistently by my line manager 73 19 8

73

+3 -

64. My line manager has the decision making authority he/she needs to do their job
effectively
76 13 11

76

+7 -

Agenda Consulting
Key


% difference to
My manager
2012
Positive
%
Traffic
Light
2010 Benchmark

65. My line manager is able to support me effectively from a distance 71 20 9

71

+5 -

Agenda Consulting
Key


% difference to
Performance management
2012
Positive
%
Traffic
Light
2010 Benchmark

66. My line manager helps me to set SMART personal objectives 72 21 8

72

+3 -

67. My line manager and I have regular 1-2-1 meetings 69 15 16

69

+4 -

68. My line manager is good at recognising and celebrating good performance 73 15 12

73

+6 -

69. My manager expects high standards of performance of all team members 82 13

82

+1 +2

70. My line manager deals with conflict effectively 59 29 12

59

+4 -

71. I receive regular, timely feedback that helps me improve my performance 64 23 13

64

+3 -3

72. My manager takes prompt action if team members' performance falls below
acceptable standards
57 33 10

57

+3 -7

73. The judgments made about my performance are fair and unbiased 70 22 8

70

+2 -1

74. I left my last performance review (appraisal) feeling that my work is valued 71 18 11

71

-2 -

Agenda Consulting
Key


% difference to
Learning and development
2012
Positive
%
Traffic
Light
2010 Benchmark
Key 75. I am learning and developing in my role 84 11

84

+1 -

76. I am encouraged to identify my own learning and development needs 79 12 9

79

+2 -

77. I have been able to take advantage of the learning and development opportunities
available to me
71 19 10

71

-2 -

78. Any learning and development I undertake is in line with my agreed aims and
objectives
76 18

76

+1 -

79. My performance has improved as a result of the learning and development activities
that I have undertaken
68 26

68

-3 -

80. Knowledge and good practice are shared across XYZ to promote learning 73 19 8

73

+3 -

81. XYZ has a good induction for new starters 68 19 13

68

+4 -
Key 82. This organisation provides me with good prospects for career advancement 58 25 17

58

+1 +7

83. My line manager and I discuss my career aspirations 53 22 24

53

+5 -

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Key


% difference to
Reward and recognition
2012
Positive
%
Traffic
Light
2010 Benchmark

84. When I do good work I receive thanks and praise 74 16 10

74

+2 -
Key 85. Overall I am satisfied with the recognition I get for the work I do 67 19 14

67

+3 -

86. I am paid fairly in comparison with others in the organisation doing similar work 49 26 25

49

+4 +5

87. I feel that I am paid fairly for the contribution I make in my particular job 50 23 27

50

+3 -4


44

+8 +8

89. XYZ provides a good benefits package 54 25 20

54

+9 -

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Question 90 - The Chief Executive (CE) provides effective leadership for XYZ - was answered by all respondents. The table below shows the results for XYZ International and
then for each member.
Key


% difference to
Leadership of XYZ International
2012
Positive
%
Traffic
Light
2010 Benchmark
90. The Chief Executive (CE) provides effective leadership for XYZ

Whole Organisation 81 15

81

+7 -

XYZ UK 81 15

81

+7 -

Key XYZ Australia 88 12

88

+15 -

XYZ America 67 17 17

67

- -

Key XYZ Sweden 86 14

86

- -

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Questions 91-98 were only answered by XYZ UK (which includes staff in the UK and Country Programmes)
Key


% difference to
Leadership of XYZ UK
2012
Positive
%
Traffic
Light
2010 Benchmark

91. The UK based Directors provide effective leadership for XYZ 72 23

72

+10 -

92. The CE and Directors take the right decisions for XYZ 68 28

68

+6 -

93. The CE and Directors work well together as a team 62 35

62

+5 -

94. I trust and respect the CE and Directors in XYZ 84 14

84

+7 +4

95. The CE and Directors are in touch with the views and opinions of staff 56 33 11

56

+7 -

96. I am confident that the CE and Directors have the skills required to make XYZ
successful
80 16

80

+7 +6

97. I believe that the CE and Directors will act on the findings of this survey 74 18 8

74

+4 +7


70

+10 +14

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Questions 99-106 were only answered by XYZ Australia (which includes staff in Australia and Country Programmes)
Key


% difference to
Leadership of XYZ Australia
2012
Positive
%
Traffic
Light
2010 Benchmark

99. The CE and SMT provide effective leadership for XYZ 95

95

+30 -

100. The CE and SMT take the right decisions for XYZ 95

95

+8 -

101. The CE and SMT work well together as a team 90 10

90

+25 -

102. I trust and respect the CE and SMT in XYZ 98

98

+24 -

103. The CE and SMT are in touch with the views and opinions of staff 90 10

90

+43 -

104. I am confident that the CE and SMT have the skills required to make XYZ
successful
93 7

93

+28 -

105. I believe that the CE and SMT will act on the findings of this survey 95

95

+30 -

106. The CE and SMT lead by example 95

95

+34 -

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Questions 107-113 were only answered by XYZ UK (which includes staff in the UK and Country Programmes)
Key


% difference to
Leadership of your country programme or department
2012
Positive
%
Traffic
Light
2010 Benchmark

107. My SMT members provide effective leadership for my country programme or UK
department
65 21 14

65

+6 -

108. My SMT members take the right decisions for my country programme or UK
department
64 25 12

64

+5 -

109. My SMT members work well together as a team 58 27 15

58

+1 -

110. I trust and respect my SMT members 74 20

74

+3 -

111. My SMT members are in touch with the views and opinions of staff 57 26 17

57

+6 -

112. I am confident that my SMT members have the skills required to make my country
programme or UK department successful
72 18 9

72

+6 -

113. My SMT members lead by example 60 27 13

60

+7 -

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